Motivating with KITA
Many difficulties exist with moving employees to action. The quickest way to get an employee to do something is to ask, but if the person declines, the next solution is to give them a kick in the pants (KITA). However, there are problems with KITA and motivation. The employee, of course, does move when the KITA is applied, whether it is physical or psychological, but KITA does not lead to motivation, it only leads to movement. If an employee needs no outside stimulation, then he or she wants to do it. Myths about Motivation
Next Herzberg confronts KITA practices that were created to instill motivation to employees for more production. 1. Reducing time spent at work – The idea here is to motivate people to work by getting them off the job. The truth is that motivated people want more hours, not less. 2. Spiraling Wages – Spiraling wages motivate people to seek the next wage increase. If raising wages won’t motivate, reducing them might. 3. Fringe Benefits – These benefits have gone from rewards to rights. The cost of fringe benefits is approximately 25% of the wage dollar. People are spending less time working expecting more security and money. This type of benefits does not motivate. 4. Human Relations Training – Over 30 years of teaching and training; the question still remains: How do you motivate employees? 5. Sensitivity Training – Due to the failure of Human Relations Training, sensitivity training was developed. Employees were forced to get to know themselves better and no motivation was garnered. 6. Communications –The idea was to let employees understand what management was trying to do for them. But communication didn’t lead to motivation, it only lead to management realizing that it was not listening to employees. 7. Two Way Communication – Management now began welcoming suggestions and surveys. The two-way communication brought some improvement but still to no avail. 8. Job Participation – Job participation was...
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